The same is true of many others in baby boomer generation. Being the kids that grew up with unavailable parents, millennials have a very different attitude to work. They understand that there is life outside work. They are looking for flexible work environments that will allow them to spend more time with their families and to get involved in other activities outside of work. Generation Y employees are not afraid to sacrifice some pay if it means that they will have better balance between work and life, as this research by the Griffith Insurance Education Foundation found out.
In other words, they want the option to adjust their work schedule to fit their life, rather than adjusting their life to fit their work schedule. They prefer jobs that give more vacation time and the ability to work outside the office. To older generations, this is narcissistic and represents laziness and a lack of commitment and drive. To millennials, however, this is simply a different way of doing things that allows them to blend their work and life, instead of working and waiting to enjoy their life after retirement.
So, how do you ensure that the desires of your Gen Y employees are met when they view work as something to do between weekends? First, provide them with a flexible work schedule that allows them to have a good work-life balance. The sixty hour work week that worked for their parents will not cut it out for millennials.
To provide a flexible work environment, you can have millennials design their own work schedules by letting them choose the time they come to work and the time they leave the office, provided they work for the requisite number of hours in between. You can also provide paid time off as part of the benefits package. If possible, come up a flexible work week where each employee is allowed to work remotely for one day each week.
You should also create a fun and relaxed workplace that will make it easier for your millennial employees to enjoy their work. Encourage them to take regular breaks and set up a fun and relaxing breakout area. For instance, at one of the companies I worked for before, we had a break out area with some bean bags, a sofa and a pool table.
Better yet, think of incorporating the Google way of motivating employees. Finally, encourage your Gen Y employees to work on their own hobbies. This prevents burn out and makes them feel that they are not sacrificing every part of their lives for work. Members of generation Y were pampered by their parents and taught that the world is theirs for the taking.
They have seen young entrepreneurs like Mark Zuckerberg build a fortune from nothing in a few short years. As a result, they are overly ambitious and overdosed on confidence. They believe that there is no limit to what they can achieve.
They have high expectations at work. They want to know that what they do matters. Instead, constantly provide them with challenges and encourage them to share their thoughts and ideas. Give them several projects and put them in situations that require them to apply their problem-solving skills. When appropriate, allow them to work on projects with senior colleagues.
They want to maintain control over how and when they do their work. Rather than telling them what they should do and what they should not do, describe for them the desired result and leave it to them to figure out how they will achieve it. Brought up with the internet at their fingertips, they grew up figuring things on their own and will probably come up with a better process of achieving the desired results.
Many people from older generations believe that members of Gen Y are individualistic narcissists who will avoid every chance to work with other people if they can. Nothing could be further from the truth. The desire to work in teams is high on their agenda and is something they actually enjoy. Most millennials grew up in environments that foster cooperation and teamwork.
Therefore, they are comfortable working as part of a team and prefer the sense of unity and collaboration gained from working as a team.
Despite being independent thinkers, millennials want the input, support, and affirmation that comes from working with others.
They also know that teamwork is far more effective that division and competition. Having grown in a multi-cultural world, they also have no problem playing a role in teams with diverse coworkers. Encourage the teamwork spirit and create a work environment that emphasizes the importance of teamwork. Mentor, train and coach them as a team, and you can expect them to achieve more and better, with all of them focused on team success rather than individual success. Generation Y professionals grew up in the age of the internet and social media, where the instant-access feedback cycle is the norm.
This has translated into their professional lives, where they want to receive quick and consistent feedback and guidance from their superiors. Millennials want feedback more than any other generation.
They want to know that what they are doing matters. They want to be given credit for their skills and talents. They want to know that they are doing well at work. To older generations, this is a characteristic of a self-absorbed generation that wants to receive constant praise for the smallest of things. This is where they go wrong. The need for constant feedback does not mean that millennials want to be pampered at work.
It means that they want guidance and the reassurance that they are headed in the right direction. They are looking for ways to get even better at their jobs by having their superiors tell them where they are doing well and where they need to improve. To members of Generation Y, managers are a little more than bosses; they are coaches too. They expect managers to mentor them and help them develop personally and professionally. Millennials are a generation that wants to achieve their goals quickly; to do so, they need to frequent and effective feedback to ensure that they are always on the correct path.
As a manager, you should understand that your Gen Y employees want to learn from you. They want you to teach and coach them. You will need to provide feedback a lot more often. In the coming weeks, we will be releasing demographic analyses that compare Millennials to previous generations at the same stage in their life cycle to see if the demographic, economic and household dynamics of Millennials continue to stand apart from their predecessors.
Yet, we remain cautious about what can be projected onto a generation when they remain so young. Donald Trump may be the first U. Bush and Barack Obama shaped the political debate for Millennials, the current political environment may have a similar effect on the attitudes and engagement of Gen Z, though how remains a question. We look forward to spending the next few years studying this generation as it enters adulthood.
In times of uncertainty, good decisions demand good data. Please support our research with a financial contribution. It organizes the public into nine distinct groups, based on an analysis of their attitudes and values.
Even in a polarized era, the survey reveals deep divisions in both partisan coalitions. Use this tool to compare the groups on some key topics and their demographics. Pew Research Center now uses as the last birth year for Millennials in our work. President Michael Dimock explains why.
About Pew Research Center Pew Research Center is a nonpartisan fact tank that informs the public about the issues, attitudes and trends shaping the world. It conducts public opinion polling, demographic research, media content analysis and other empirical social science research. Pew Research Center does not take policy positions. It is a subsidiary of The Pew Charitable Trusts.
Newsletters Donate My Account. Research Topics. Michael Dimock, president of Pew Research Center. Share this link:. Michael Dimock is the president of Pew Research Center. Facts are more important than ever. Socializing via Facebook, Instagram and Co. The millennium generation, as it is often called, has grown up with the internet and new technologies like smartphones, laptops and social media.
Consequently, they supposedly handle new technology much better than the older generation. However, this is not always the case. People of Gen Y can be described as self-confident and ambitious.
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